THE PROCESS

Clear job description
In order to successfully provide a client with a shortlist of suitable candidates we must first and foremost understand the essence of the position that we are recruiting for. We must know the essential and desirable requirements of the role, and what differentiates the two.

Skill search
We will then begin our database search by doing a 'skill' search, matching the candidate's technical skills to the essential requirements. This should then provide a shortlist of potential candidates.

Personality search
Having made a shortlist of potential candidates, each candidate will be contacted and assessed to make sure that their personality fits the company culture and environment. Once satisfied, we will forward the final selection of appropriate candidates CVs.

Pre-Interview
Once the client has chosen the candidates they would like to meet, each candidate will be requested to do their own research on the client company if appropriate. In addition, we will discuss tips and pointers in any area we feel needs improvement. We will also provide the candidate with a copy of the job brief and the CV that was sent to the client.

Feedback
During the entire interview process, the candidates and our client are kept up to date with all developments, and interview feedback is passed both ways, to ensure that there are no surprises in the event of an offer being made.

Referencing procedure
All our candidates are referenced going back a minimum of three years - including University / College education if appropriate. Ideally a candidate should be fully referenced before commencing employment. In the unlikely event that we are unable to obtain references on the candidate before commencement, our clients will be made aware of this.